Senior Personnel Analyst
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SENIOR PERSONNEL ANALYST
FC: HF155 PC: 881
PB: 05 BU: 91 (Non-Represented)
Created: October 1987
Revised: September 7, 2005
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.
DEFINITION
Participates in the more complex and difficult work of staff responsible for providing support to a personnel services program, including classification, recruitment, selection, compensation, benefits administration, or worker’s compensation; provides assistance in the interpretation and administration of personnel programs and services, and performs related duties as assigned.
CLASS CHARACTERISTICS
This is the advanced journey level class in the Personnel Analyst series. Positions at this level possess a specialized, technical or functional expertise within the area of assignment or may exercise lead supervision over assigned lower level staff. Employees are typically assigned significant responsibilities above the journey level and often exercise independent judgment in the performance of all duties.
REPORTS TO
This position reports to the Department Manager, Human Resources or his or her designee.
EXAMPLES OF DUTIES– Duties may include, but are not limited to, the following:
1.Performs the more complex and difficult work of staff responsible for providing personnel services in a specific area including classification, recruitment, selection, compensation, benefits, or worker’s compensation; administers current program; evaluates methods, procedures and services; researches new methods and techniques to enhance program services.
2.Provides assistance in the interpretation of personnel services program policies, procedures and regulations to management; evaluates and recommends changes; implements changes and modifications as appropriate.
3.Undertakes complex and sensitive personnel analyses involving compensation and classification, recruitment and selection strategies, and benefits cost containment issues; responds to and resolves concerns.
4.Designs and implements outreach recruitment programs; makes recommendations on recruitment strategies; obtains qualified candidates from target groups.
5.Coordinates testing activities and interview processes; prepares and reviews written tests; prepares documents and manuals for implementing testing/selection procedures; develops interview questions, training and experience guidelines, and performance and assessment tests; coordinates interview process; compiles test results.
6.Advises departments on classification and compensation requests and issues; recommends compensation adjustments; makes recommendations for allocation or reallocation of positions; develops and updates job descriptions.
7.Develops and conducts compensation and benefit surveys; determines scope of survey; collects and analyzes data; makes written recommendations on results.
8.Assigns, reviews and evaluates the work of assigned staff; assigns tasks and projects; reviews and evaluates work; identifies and resolves problems.
9.Trains assigned employees in their areas of work including specific methods, procedures and techniques for assigned personnel services in area of responsibility.
10.Prepares reports, presentations and documentation; maintains accurate records and files.
11.Responds to employee requests and public inquiries in a courteous manner; provides information within the area of assignment; resolves complaints in an efficient and timely manner.
12.Stays abreast of new trends, legislation and innovations in the field of human resources.
QUALIFICATIONS
Knowledge of:
Operations, services and activities of personnel services programs in assigned
area of recruitment, selection, classification, compensation, benefits, or
worker’s compensation program administration.
Principles and practices of personnel services management.
Principles and practices of benefits program administration.
Principles and practices of classification and compensation program administration.
Methods and techniques of research and data collection and analysis.
Methods and techniques of designing and conducting applicant testing and assessment programs.
Principles of supervision and training.
Principles and practices of labor relations and collective bargaining.
Principles of advanced report writing.
Advanced methods and techniques of implementing personnel services in assigned program areas.
Related Federal, State and local codes, laws and regulations.
Skill in:
Performing advanced level duties in assigned area, including recruitment and
selection, job evaluation, classification, and compensation, benefits, or
worker’s compensation program administration.
Planning, organizing, assigning and reviewing the work of assigned staff.
Interpreting, explaining and enforcing department policies and procedures.
Analyzing complex problems, identifying alternative solutions, making recommendations.
Operating office equipment including computers and supporting word
processing and spreadsheet applications.
Conducting compensation and benefits surveys and analyzing data.
Performing classification job evaluation duties.
Preparing clear and concise reports and documentation.
Working independently in the absence of supervision.
Communicating clearly and concisely, both orally and in writing.
Establishing and maintaining effective working relationships with those
contacted in the course of work.
MINIMUM QUALIFICATIONS
Education:
A Bachelor’s degree in human resources, public administration, business administration, industrial relations or a closely related field from an accredited college or university.
Experience:
Three (3) years of (full-time equivalent) verifiable professional experience in personnel service programs.
Other Requirements:
Must possess a valid California driver’s license and have a satisfactory driving record.
Substitution:
Additional professional experience as outlined above may be substituted for the education on a year-for-year basis. A Bachelor’s degree is preferred.
WORKING CONDITIONS
Environmental Conditions:
Office environment; exposure to computer screens.
Physical Conditions:
May require maintaining physical condition necessary for sitting for prolonged periods of time.
EEOC Code:02
G:\Compclas\WPFiles\ClasSpec\Group_H\HF155-05 Sr Personnel Analyst